It is with great excitement that we are publishing this update on the blog. Since we last posted, we have been working through contract negotiations, getting the different teams and resources in place, and for the last three months starting on the implementation of the new applicant tracking system solution! And of course all of this has happened remotely (with many kiddos on Zoom calls at all hours of the day) as, like all of you, we have been adapting and adjusting to the realities of this new Covid era.
We have really enjoyed the experience thus far partnering with SmartRecruiters and Deloitte and over the coming weeks will be sharing some of the highlights from the first phases of our implementation work. In the meantime, we wanted to share an exciting blog post from SmartRecruiters’ CEO Jerome Ternyck which you can read in its entirety here. It it entitled Purpose is the new stock option — City of San Francisco taps into modern technology to reimagine public service hiring and quotes our new Acting Human Resources Director Carol Isen. She has been extremely supportive of this project and, along with our Executive Sponsor Kate Howard, will continue to ensure we have the air cover and confidence of leadership to meet the ambitious goals of this project. …
While our team is working through contract negotiations and preparing for the implementation of an applicant tracking system solution, we thought it would be a good time to reflect on the past two years and hear from you on ways we can improve.
As many of you know, our latest RFP was the first of a series of RFPs the Department of Human Resources intends on publishing to improve and support the City’s hiring and human resources needs.
It is our goal as a team to constantly be learning from our work and pushing ourselves to improve. …
After receiving six responses to our May 2019 Request for Proposals, we are thrilled to announce that we have issued an Intent to Award to SmartRecruiters!
The Hiring Modernization Project is launching a series of interviews with some of the key members of its steering committee to introduce various entities that play a large role in supporting the merit-based hiring process and share their desired outcomes for the project.
We begin this series with Sandra Eng, Deputy Director for the Civil Service Commission.
The Civil Service Commission is made up of six staff members and five commissioners. Commissioners make decisions on appeals and oversee the merit-system. Our staff members play a huge part in supporting the merit-system by ensuring that any idea or solution (e.g., rule or policy) is presented through a staff report and at public Civil Service Commission meetings. Staff ensures all cases covered include perspectives from a wide range of stakeholders to ensure Commissioners can make informed decisions. …
Since publishing the RFP for an Applicant Tracking System Solution in May, our team has been helping our contracts division with advancing the procurement process as much as we can (as some of you may know, there are clear delineation between what our project team can and cannot do). Our rating panel has also been instrumental and very busy with reviewing responses and getting ready to host interviews.
While the procurement process continues, and is scheduled to conclude at the end of September, we will be posting a series of interviews we have conducted with key stakeholders across the City. These interviews will cover various perspectives on the merit-based hiring process and the Hiring Modernization Project.
We look forward to having the opportunity to share these with you, as well as providing a more in-depth update once we have selected a vendor!
-Anne Marie Monroe
The “certification” (or “cert”) and “referral” processes are very unique to government hiring and a key component of what the City and County of San Francisco hopes to automate in the future. We know that to understand the intricacies of this process takes time and experience. Although we have documented the processes in detail in our RFP (Section 11. Background on Unique Government Hiring Processes), we thought it might also be helpful to explain this with some drawings.
First, let’s start with some terms:
Now let’s say two departments got approval for some clerk positions at the beginning of the fiscal year. …
On June 5th, our team held a Pre-Proposal Conference to provide an overview of the project, submission requirements and answer any questions from the vendor community.
We were thrilled to have over 20 vendors sign up to join us in-person as well as remotely. Our team will still be answering questions until June 14th (at 2pm PT), but we really enjoyed having the opportunity to answer some great questions face-to-face. Thank you for taking the time to connect with us!
After a lengthy review process, we are thrilled to announce that the City and County of San Francisco’s Request for Proposals (RFP) for an applicant tracking system solution has been published! For those of you who have been following this project and blog, you know that this RFP is the product of nearly 2 years’ worth of research to improve government hiring and help the City move towards a world where candidates, hiring managers, and HR professionals can have access to a more modern suite of HR tools (and a better user experience).
As Monique mentioned in our last post, the targeted publish date for our RFP was end of February, so you may be asking where things currently stand. Well, we are still in the process of getting a variety of final approvals in order to move forward with the publication of the RFP.
This is the project team’s first time publishing an RFP for the City and County of San Francisco and the process has been very educational! Though we acknowledged it was an aggressive timeline, we thought we could complete the RFP and get it out to market in two months… but it looks like it is going to be a little over three. This learning will be very helpful moving forward since we will be writing numerous RFPs after this one. …
After a few months hiatus from public updates, we’re excited to be back and share some recent Hiring Modernization developments.
Under new executive leadership from Kate Howard, the Department of Human Resources has established a project team that will lead this initiative moving forward. Anne Marie Monroe and William Miles have been leading this project since the end of the Summer. They are both current City employees and have extensive government HR, project management and systems experience. Over the past months, they’ve done a tremendous job representing the project internally and balancing the vision of this project with the realities and nuances of government hiring rules. David and I have also re-joined the project, as external consultants, under a new contract that focuses less on discovery and more on technical expertise and implementation. …